by Valerie Ryder and Lee Kirkpatrick Smith

Following its successful first edition, the PWA Milan Mentoring Program is going into round two and opening the application process to mentors in mid-April 2011. Curious about becoming a mentor and what it means? Perhaps you are wondering if you have what it takes. Most likely, you do!

If you are reading this, you probably already have the three characteristics of a good mentor: relevant experience or knowledge, communication skills and willingness to contribute to the success of others.

Don’t be afraid of being a mentor: you will be surprised at how much you are able to offer your mentee by listening and talking. While a commitment, mentoring takes only 1-2 hours per month and can be done at your office, over lunch or even during an aperitivo after work.

Mentoring is not only an act of generosity: being a mentor is rewarding and beneficial for the mentor as well as the mentee. Proof of this is that more than ¾ of the mentors from last year’s program who responded to a follow-up survey are willing to serve as mentors again!

A common theme among mentors is the satisfaction they gain from the experience. There is much gratification to be had from helping someone make good career decisions: “It gave me great pleasure and fulfillment to see someone blooming and developing as my mentee did.” Many women also enjoy giving back to a system from which they themselves have benefitted, while others want their mentee to “benefit from my mistakes”.

And while personal satisfaction and developing relationships are a great motivator for many, some mentors take an even broader point-of-view: “we are contributing to making the world a better (work)place for our daughters”. Recent research has shown that advancing women at all levels contributes to making businesses more profitable.

Finally, mentoring offers tangible benefits to the mentor’s career as well:*

- Mentors gain respect and recognition from others as individuals who are able to identify, encourage and promote talent
- Mentoring a future leader can extend the mentor’s network by providing access not only to the current connections of the mentee, but also to the connections the mentee will develop in the future
- In cross-generational pairs, mentees provide mentors with insights to another generation

An effective mentor in a network mentoring program such as PWA’s is somewhat different from a traditional corporate mentor. To clarify this distinction, we have identified the ideal characteristics of mentors in the PWA program, as well as the roles they may fulfill.

Characteristics of PWA Milan Mentors
1. Relevant experience and/or knowledge. Potential mentors need to have knowledge — general, technical, or skill-related — or experience in a certain area which could be useful to an aspiring mentee. The first part is easy – we all have experience and knowledge. The second part – is it useful to someone else — is where there may be uncertainty. The answer is: it is very likely that it would be beneficial. To be sure, apply as a mentor – you never know who may be in need of the experience you’ve got!
2. Communication skills. Effective mentors are skilled in a certain number of key communication areas, such as active listening, providing constructive feedback, and demonstrating empathy. The training workshop we will be holding for all participants will cover a number of these competencies.
3. Willingness and availability to contribute to the success of others. PWA mentors need to want to help fellow women in their professional advancement, and commit to the availability requirements of the program, knowing that they in turn will surely derive worthwhile benefits in the process.

Reminder: There is no minimum age, seniority, professional level, or educational qualifications in the PWA Mentoring Program.

Various Roles of Mentors
In the PWA program, we anticipate that mentors will play one or two of the roles described here*, but certainly not all of them. In fact, it is widely recommended that women develop a panel of mentors – both women and men – with diverse backgrounds, skills and connections, in order to receive the different types of guidance and support they may need.

Counselor. In this role, fundamental in a network mentoring program such as PWA’s, the mentor is supportive and acts as a sounding board to help her mentee successfully move forward professionally.
- Offers suggestions based on her own professional experience and helps mentee avoid any mistakes she may have made.
- Candidly shares issues related to gender in the workplace.
- Helps the mentee strategize to achieve career goals and weigh the pros and cons of career choices.
- Explains the unwritten rules in the mentee’s environment.
- Assists with strategies for time management essential to balancing work and personal life.

Coach/Advisor. The mentor may serve as a coach/advisor in giving candid feedback, providing assistance with career development, and advising on how to accomplish objectives. Although coaching and mentoring are overall quite different, this is one area where there is some overlap.
- Helps the mentee clarify her performance objectives and areas she would like to develop.
- Offers the mentee candid feedback and provides specific recommendations on areas in which the mentee would like to improve.

Role Model. In certain cases, the mentor may be an inspiring role model. Observing how others conduct themselves and interact with others is often cited by successful individuals as one of their key strategies.
- Leads by example.
- Demonstrates knowledge and insight into applicable informal political processes.
- Exhibits components of an effective leadership style.

Advocate. The mentor may, from time to time, act as a sponsor for the mentee.
- Opens doors and introduces the mentee to select members of the mentor’s network of contacts.
- Informs her mentee about any appropriate professional or educational opportunities she may be aware of.
Note to mentees: Please do not expect this of your mentors – this is a potential added benefit!

As you can see, Mentoring is a terrific way to benefit another woman’s professional development and gain personal and professional rewards for yourself. Giving truly is better than receiving, and we hope you will join our ranks!

For more information on the PWA Milan Mentoring Program, contact us at professional@pwa-milan.org.
• Valerie Ryder, 2010-11 Mentoring Program Leader and Professional Development Director
• Lee Kirkpatrick Smith, 2011 Mentoring Program Coordinator

* Adapted from “Creating Successful Mentoring Programs: A Catalyst Guide”.

by Monique Svazlian, PWA Mentoring Program Coordinator

During the process of creating the PWA Mentoring Program, the question has come up several times about the major differences between coaching and mentoring. Indeed, the question is a valid one as there are places where the two complement each other. Also, there are certain topics and issues better suited for mentoring where others are a better fit for coaching, and it’s helpful to determine which process would be more appropriate in assisting you to reach your intended outcomes.

As professional coaches, we (i.e. the Mentoring Program team members) are necessarily aware of the major differences between the two modalities, and realize that others may not have the same level of familiarity with the subject. In this article, we’ll explore the two methods in order to set expectations and increase your chances of obtaining successful results if you participate in the Mentoring Program.

The following is an example of a sample topic and what the outcomes would be through the two various methods.

Scenario: A woman entrepreneur has left the corporate world and is starting a small business. She is very excited and challenged with her new venture, and thinks she could benefit from a mentor. She is currently having a hard time balancing her business with her personal life and would like mentoring around this issue.

The Mentor approach: In this situation, a good Mentor fit would be a woman who has previously gone through a similar transition, and/or has extensive experience with starting a small business. She would share her stories and challenges faced while pursuing her entrepreneurial ventures, and give advice based on her best practices and learnings. She might also talk about her personal challenges transitioning from a corporate career to being your own boss and give advice on how to manage the added responsibilities of an entrepreneur.

The Coach approach: A coach would take a slightly different approach; rather than give advice based on personal experience, she would focus the conversation on the coachee, to find out her specific challenges. Depending on the underlying issue, the coach could help design new approaches to creating more work/life balance, guide toward a shift in perspective or help in identifying limiting beliefs that are keeping her stuck in this area. The coach would guide her toward specific actionable goals and keep her accountable.

The mentor and coach are similar in the ways they relate to the person they are mentoring or coaching. They both use techniques of active listening, asking powerful questions and offering new ideas and approaches to help guide the individual. But the outcomes from the two approaches can be quite different, and it’s important to identify your needs to ensure you reach the results you’re looking for.

As you’re sending in your applications for the PWA Mentoring Program (deadline 16 April 2010 for this first edition), be thinking of the specific areas in which you need advice and wisdom to help you in your career. Think about your desired outcomes, and be clear from the get-go with your Mentor if you participate. This should ensure that you make the most out of your time with your Mentor and get significant value for the time you put in as well!

If you have more questions on this topic or about the PWA Mentoring program, don’t hesitate to email us at professional@pwa-milan.org

• Valerie Ryder, Mentoring Program Leader and Professional Development Director
• Monique Svazlian, Mentoring Program Coordinator

by Valerie Ryder, PWA Professional Development Director

The Mentor and Mentee application forms for the PWA Mentoring Program are now available. To apply, download the appropriate form(s) here (Mentee application form or Mentor application form) and follow the instructions therein.

Please note that applicants must be current members of PWA, and that attendance at the Mentoring Skills Workshop planned for Saturday, 29 May 2010 is mandatory for participation as a mentor or a mentee.

The application period for this first edition of the Mentoring Program runs from 17 March to 16 April 2010.

Questions? Contact the Mentoring Team members – Valerie Ryder and Monique Svazlian – at professional@pwa-milan.org

by Monique Svazlian, Mentoring Program Coordinator

By now it is likely you have heard about the upcoming PWA Mentoring Program, scheduled to launch in the spring. As we continue planning the program, we are already hearing from many of our members interested in participating. Considering this is a first-time program for the Milan network, we would like to clearly communicate the steps on how to apply and what to expect from the process in order to make it as straightforward as possible. You can download the program brochure here PWA Mentoring Program Brochure

Step 1) Fill out the PWA Mentoring Program Application Form – Mid-March to Mid-April
The application forms will be available on the PWA website beginning mid-March, and the application period will last until mid-April. Keep an eye out for more communication from us informing you when the forms become available on-line. This is the only way to apply for the program – you will be asked to fill out a Mentor or Mentee Profile, depending on the role you are applying for, which will help us find you the right match.

Step 2) Attend the workshop “Identify Your Mentoring Expertise” – April 7th
Whether you believe you could be a Mentor or not, this optional workshop will help you identify the expertise you have to be a Mentor. We all have useful experience, backgrounds and training that can be potentially helpful for others. Through this mini-workshop, which will take place at the April Networking Aperitivo, you’ll identify your “Inner Mentor” which will gear us all up to participate fully in the program. It is open to all members and guests, and is not a prerequisite for becoming a Mentor.

Step 3) Receive email notification: Match successfully identified – Early May
At the close of the application period (mid-April), we will evaluate all applications received. Pairs will be matched based on the level of relevance between objectives stated by the Mentee and available Mentor experience and skills. If we are able to identify an appropriate match, you will be notified via email by the beginning of May.
Note about Participation: As this is a first-time program and we would like to ensure a high-quality service to members, we are limiting the Mentor/Mentee pairs to 10-12 in total. Given the level of interest expressed in the program so far, we anticipate the possibility of receiving more applications than we can fulfill in this first round. Applicants who are not successfully matched will be notified by email that they have been placed on a waiting list for the next edition of the Mentoring program, planned for early 2011.

Step 4) Attend the PWA Mentoring Program Launch Event – May 19th
The official Mentoring Program Launch event will be open to all program participants, PWA members, and guests. The event will be the first time you officially meet your Mentor/Mentee partner, as well as hear from a panel of speakers and testimonials from our Honorary Mentors.

Step 5) Attend the Mentoring Program Skills Training Workshop – Late May
This half-day workshop, an essential component of the program, will be geared towards developing skills to ensure your success as a Mentor or Mentee. We will cover active listening and other communication skills, do’s and don’ts of good mentoring, topics to bring to the mentoring sessions and how to get the most out of your Mentoring relationship.

Step 6) First Mentoring Program period – June-November
The actual Mentoring sessions will begin in June and last for six months. Mentoring pairs will meet for one hour or more per month, in person, via phone or video-conference.

Step 7) Check-in’s and satisfaction survey – June-November
We will be checking-in with each Mentoring pair throughout the program to ensure the Mentoring relationships are running smoothly. Coaching on the mentoring process will be available to those interested. Further, a survey will be carried out at the end of the first period to gauge participant satisfaction and gather ideas for future improvements.

Post-program publication – December
Finally, we will be collecting participant feedback at the end of the program to include their takeaways, experiences, and recommendations to others in an official PWA Mentoring post-program publication.

If you have further questions about the application process or about the program itself, please don’t hesitate to contact us at professional@pwa-milan.org
• Valerie Ryder, Mentoring Program Leader and Professional Development Director
• Monique Svazlian, Mentoring Program Coordinator